摘要:在企业人力资源管理的五大模块中，绩效管理有着不可磨灭的地位，而绩效考核则是绩效管理的主角。可以说绩效考核的质量，直接影响着绩效管理的质量。绩效考核发展至今，有许多优秀的方法应用于各大企业，但是绩效考核依旧存在着这样那样的问题，其中最不容忽视的就是绩效考核的公正问题。而考核的公正与否，归根结底牵涉到考核方式的公正。
本文通过文献研究、案例分析、优劣对比分析等研究方法，讨论公正性的具体影响因素，并综合各大考评方法，围绕公平、公正的理念，创新出一种新方法，同时提出保证绩效考核公正实施的制度和措施，以确保绩效管理在未来人力资源管理中能更加具有说服力和公正性。
尽管，本文的研究在绩效考评公正性领域仅跨出很小的一步，取得的成果甚微，但也极力地强调了公正性的重要性以及提高考核公正性的可能，并通过方法的综合创新为以后研究绩效考核方式的公正指明了一个新的研究方向。
关键词：绩效考核 绩效考核方式 公正性
ABSTRACT:In the five modules of the corporate human resources management, performance management has the indelible position, and performance appraisal is the protagonist in the performance management. It’s said that the quality of the performance appraisal impacts on the quality of the performance management directly. So far, there are plenty of excellent methods used in major companies, but also with many problems, especially the justice problem of performance appraisal, which the point is the justice of the assessment methods.
We discuss the specific impact factors of justice by literature researching、case analysis、analysis of strengths and weaknesses etc. And at the same time, we’ll create a new approach around the fair with the major appraisal methods. Meanwhile, we give the measures to guarantee that the fairness of performance appraisal so as to insure that there is convictive and impartial in Performance management in the future.
Although, it’s a small step in the area of performance appraisal fairness and have achieved little. We extremely emphasize its importance and possibilities to enhance performance appraisal fairness. Furthermore, we point out a new direction to do performance appraisal fairness research by comprehensive creation.
Keywords: Performance appraisal；Performance appraisal method；Fairness
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